VP - Human Resources, Corporate Functions

Job Summary The Vice President, Human Resources, Corporate Functions is a key senior member of Medline's Global Human Resources team. The VP, HR will be responsible for developing and driving the human capital strategy for the groups in line with their respective business objectives and the organization's culture and strategic direction. Supporting a global employee population of up to 3,000 professionals, the incumbent will be a key player in the talent strategy for the groups including workforce planning, succession planning, talent development/capability building, employee engagement, performance management, organizational design/effectiveness and change management. As a coach to these leaders, the VP, HR will contribute to positively impacting the culture of the team. Medline is seeking an engaging HR executive, at ease in fast-paced and dynamic environments, who can efficiently accompany the organization in developing higher levels of nimbleness and agility to pivot change. The successful candidate will showcase a strong blend of strategic thinking capabilities and an entrepreneurial, "can do" attitude focused on efficient execution to drive business results. Location: this role is located at Medline's headquarters in Northfield, Illinois. An in-office presence of 4-5 days per week is expected. Travel will be minimal and mostly domestic; estimated at less than 25%. Job Description • Establish and implement the vision for HR initiatives and build buy-in from stakeholders. • Lead a team of HR Business partners at varying levels. • Formulate objectives and priorities, drive informed decision-making using data to identify trends, determine root causes of issues, and develop and implement effective solutions consistent with the long-term strategy/opportunities of the organization. • Advise leadership on change management considerations in support of key business initiatives. • Drive best practices related to selection and retention of talent and develop action plans to respond to staffing issues, while supporting business growth. In partnership with Talent Acquisition, support the recruitment and selection of candidates, analyze projected and current staffing needs and participate in the interview process as needed. • Foster a culture of positive employee relations by counseling and assisting leaders to identify and implement actions that improve or maintain a positive employee relations environment. • Identify any internal and external factors that may affect employee retentions; address these issues by working in concert with leadership and other areas of HR as needed (compensation, benefits, legal, organizational development, talent acquisition) to develop proactive strategies to meet or exceed turnover goals. • Assess and design processes and programs. Evaluate the effectiveness of current programs and identify opportunities for improvement. In partnership with other areas of HR, ensure processes and programs advance and support key business objectives and initiatives. Influence the design and deployment of existing and new programs that address the organization's emerging business needs. • Identify legal requirements and government reporting regulations affecting the function and ensure policies, procedures, and reporting are in compliance. • Comprehensively evaluate the business organization relative to such things as business and HR structure, talent, distribution of workload, prioritization of work, headcount, processes, and morale and make adjustments and changes that best optimize the effectiveness of the overall organization. • Influence the current mindset of executive leaders to gain buy-in for organizational change across senior leadership. Encourage leadership to support activities that drive and foster the desired culture. Challenge assumptions and take appropriate risks to influence the organization. • Work on the assessment of organizational talent. Identify opportunities and risks related to the workforce (e.g., talent gaps, retention, and turnover) and recommend preventative measures or contingency plans. Partner with leaders to align structure, roles, and processes to organizational objectives. • Effectively drive strong partnerships with other areas of HR, to ensure collaboration in proactively working with executives and management to deliver value added service, workforce strategies and programs that meet the current and future business objectives of the organization. Experience & Expertise • 10+ years of progressive HR leadership experience in complex, matrixed, growth-oriented organizations; including 5+ years partnering at the divisional or executive level • 5+ years leading and developing high-performing HR teams • Broad HR generalist expertise with strength in organizational design, change management, and talent strategy • Proven track record leading enterprise-wide transformation, culture change, and large-scale initiatives • Trusted strategic advisor known for business acum